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Improving Hispanic Presence in STEM Jobs
"Hispanic or Latino" is "a person of Mexican, Puerto Rican, Cuban, South or Central American, or other Spanish culture or origin, regardless of race, as defined by the U.S. Office of Management and Budget. See:
Latest labor statistics on Hispanics show both positive and negative outcomes.
Unemployment numbers for U.S. Hispanics saw a year-over-year improvement in August and held steady month to month, according to figures released by the Labor Department.
The number of unemployed Americans was little changed at 11.3 million in August, for an overall rate of 7.3 percent, the Bureau of Labor Statistics said. The seasonally adjusted rate for U.S. Hispanics was 9.3 percent in August, down slightly from 9.4 percent in July.
Read the story in full:
Table A-3. Employment status of the Hispanic or Latino population by sex and age
However, in another recent news, growth in women's share of science, technology, engineering and mathematics occupations – commonly referred to as STEM jobs – has slowed since the 1990s, according to a U.S. Census Bureau report released today. Women's employment in STEM has slowed because their share in computer occupations declined to 27 percent in 2011 after reaching a high of 34 percent in 1990. Blacks and Hispanics also remain under-represented in STEM jobs.
Read in full:
Thus, it is just timely that, as reported in a recent news, scores of Hispanic professionals will enlist in a role model program in New York City on Sept. 12 that will put them in middle school classrooms to inspire students to excel and go on to higher education. Read full story at:
Also, in a very recent news article, the Society of Hispanic Professional Engineers (SHPE) announced the recipients of this year's prestigious STAR Awards, recognizing key contributors in the Hispanic community in the fields of science, technology, math and engineering (STEM).
The honorable STAR Awards are presented annually by SHPE, recognizing individuals and corporations nationally for their dedication, commitment and selfless efforts to the growth and advancement of Hispanic students and professionals pursuing STEM careers. Read more at:
It should also be noted in a 2009 lecture by John F. Alderete, professor at Washington State University, at the 2009 Society of Hispanic Professional Engineers conference, he told students: In order to be a competitive Hispanic STEM student, you must be focused, completely absorbed in your coursework. The word "competitive" means that you will have what it takes to become someone special. Someone special gets accepted into graduate school. –
See the full article:
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Posted by Your Diversity Career Consultant at 10:50:00 PM 1 comments
Hispanics in Employment: A Growing Force to Contend With
The U.S. Office of Management and Budget currently defines "Hispanic or Latino" as "a person of Mexican, Puerto Rican, Cuban, South or Central American, or other Spanish culture or origin, regardless of race. See:
The U.S. Census Bureau released in November 2012 the 2006-2010 American Community Survey Equal Employment Opportunity Tabulation which shows that the Hispanic labor force grew by 53 percent from 2000 to 2010 -- the largest increase of any segment. Compared with the 2000 Equal Employment Opportunity Tabulation, the size of the Hispanic labor force grew by 53 percent (from 14.7 million to 22.5 million), the largest increase for any major race and ethnic group category.
The tabulation — available on American FactFinder (the Census Bureau's online statistics search tool) — is produced for the federal agencies responsible for monitoring employment practices and enforcing civil rights laws for the workforce.
From the same tabulation above, it is reported that the largest occupation category for Hispanics was construction laborer (409,000), while at the same time, personal care aide was the fastest-growing occupation among non-Hispanic whites, non-Hispanic blacks, Hispanics and non-Hispanic Asians. The number of personal care aides tripled over the last decade.
At nearly 23 million, people of Hispanic or Latino ethnicity represented 15 percent of the U.S. labor force in 2011. By 2020, Latinos are expected to comprise 19 percent of the U.S. labor force. (Source: U.S. Department of Labor Report) – See more Hispanic fast facts from this report
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Helping Hispanics Become Future Beacons of Hope
In a news article, the Society of Hispanic Professional Engineers (SHPE) announced the recipients of this year's prestigious STAR Awards, recognizing key contributors in the Hispanic community in the fields of science, technology, math and engineering (STEM).
In a lecture given by John F. Alderete, professor at Washington State University, at the 2009 Society of Hispanic Professional Engineers conference he stressed that: Higher education opens many doors. Each of us has to do something— just some small ripple— to help one another, our families, our community and our nation. See the full article: Hispanics and the Future of America by Thomas Landefeld
In another recent news, scores of Hispanic professionals will enlist in a role model program in New York City on Sept. 12 that will put them in middle school classrooms to inspire students to excel and go on to higher education. Read full story at:
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Asian Amercians: A Growing Force to Reckon With in Creative Careers
In his 2012 book "The Rise of the Creative Class, Revisited," Richard Florida, a senior editor at The Atlantic, estimates that Asians make up 6.1 percent of creative jobs in America -- a number that seems insignificant until you look at it from the reverse. "Asian-Americans are by far the most heavily represented in the creative class work," Florida writes.
One example is shown in the article, "Jason Wu:The American Dream," to wit, Jason Wu is the very essence of New York fashion and the incarnation of that elusive American dream. - Read in full:
One factor could be demographics.
The U.S. Census Bureau announced Asians were the nation's fastest-growing race or ethnic group in 2012. Their population rose by 530,000, or 2.9 percent, in the preceding year, to 18.9 million, according to Census Bureau annual population estimates. More than 60 percent of this growth in the Asian population came from international migration. See
Moreover, statistics show that the unemployment rate for Asians as of August 2013 is 5.1%. See here
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Why Asian Americans Excel From Academics to Creative Arts
Despite institutional racism and discriminatory affirmative action policies, Asian students find ways to succeed. Is there some ancient cultural secret? How is it that Asian American students dominate their White, Hispanic and Black peers in nearly every subject at every grade level from the start of kindergarten to graduate school? And the word dominate is not an overstatement. Consider the results of the following tests – See:
While Asian Americans make up only 4% of the U.S. population, Asian-American students make up a much higher percentage of student bodies in top universities around the country. The percentages are astounding: 24% at Stanford, 18% at Harvard, and 25% at both Columbia and Cornell. More Asian Americans over the age of 25 have bachelor's degrees and advanced degrees than any other race or ethnic group. And after outperforming their colleagues in school, Asian Americans also bring home higher incomes than their non-Asian counterparts - almost $10,000 more annually than the rest of the population (2002 statistics). Read full article:
See more at: Truth and Consequences: Struggling with the Model Minority Myth
Television shows, ranging from "Glee" to "Lost," are finally responding to the burgeoning proliferation of Asian American talent, and new, endearing roles for Asians are springing up all across the networks.
From: It's a bird! It's a plane! It's an Asian! Read more
And when the road is that much difficult,.....Asian-Americans, rather than playing the role of victim, have created their own opportunities. Case in point: The New York Times wrote an article a few months ago of how Asian-Americans are utilizing You Tube to get their music and art out there. Read more:
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The Role of Diversity in Advertising, Marketing & Public Relations
The U.S. is a diverse and ever-evolving marketplace that caters to consumers from a variety of socioeconomic and cultural backgrounds. As the U.S. becomes more diverse through its people, tastes, customs and beliefs, diversity companies strive to target demographics using marketing styles that are sensitive to individual attitudes and practices. The importance of diversity in marketing has grown in response to the increasing diversity of the U.S. population. According to the U.S. Census, more than 50 percent of the American population is expected to be composed of minority groups by the year 2042.
Read full story here
In the article, Diversity In The PR Industry: A Lot More Work To Be Done, the writer notes that indeed, diversity is increasingly important in the PR industry. In order to reach the consumer, those creating communications campaigns must accurately represent the consumer marketplace and be able to understand the cultural nuances within the target audience. Simply translating an ad from English to Spanish won't suffice.
- Read more at:
In yet another article that gives tips on how young people can be hired, the writer stresses that advertising works much harder when it provokes a ripple effect in culture, when people recognize the truth and the significance in it and pick it up as their own, share it and spread it.
Thus here she also stresses "the power of diversity." Talent, passion, and creativity aren't found in just one type of person. Diversity comes in many forms. Companies need to be diverse across not only gender and race, but also across religious beliefs, sexual orientation, nationality, family status -- and age. We believe that diversity makes us better creators, thinkers, teammates, and client partners. It makes our work better. It makes us better. We support and celebrate diversity in everything we do, starting with the hiring process.
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Shimadzu Scientific Instruments, Inc. Donated $7.5 Million to University of Texas Arlington
Shimadzu Scientific Instruments, Inc. is the American subsidiary of Shimadzu Corporation established in Japan in 1875, which is one of the largest suppliers of analytical instrumentation, physical testing, and environmental monitoring systems in the world. Shimadzu Scientific Instruments, Inc. was established in Columbia, Maryland in 1975 to provide analytical solutions to a wide range of laboratories in North, Central, and parts of South America.
Earlier this year in March, Shimadzu Scientific Instruments, Inc. donated $7.5 million to the University of Texas Arlington as part of its commitment to UT Arlington's research projects. Shimadzu, through its president, Shuzo Maruyama, said that the company is proud to donate to the University of Texas Arlington, an institution that values science and discovery the way our company's founders did," he. Moreover, he said "And we are honored to be recognized for this donation with the renaming of your Institute for Research Technologies."
The Institute for Research Technologies at UT Arlington will be renamed the Shimadzu Institute for Research Technologies. Shimadzu's commitment will go toward research that will seek answers to such questions as, "What impact do contaminants have on our water and soil?" and "How can we create the most efficient fuel cells?" Science Dean Pamela Jansma said. Dean Jansma also said that Shimadzu's gift will help UT Arlington students improve their knowledge and critical thinking skills.
The Shimadzu commitment is the largest, philanthropic gift in the history of UT Arlington. "The Shimadzu Institute will be a magnet for world class students and a resource for discovery across Texas and beyond," UT Arlington president James D. Spaniolo said.
In April 2012, Shimadzu made an in-kind gift of equipment valued at nearly $3 million to establish the Shimadzu Center for Advanced Analytical Chemistry within the UT Arlington College of Science. Later in October, the Institute for Research Technologies at UT Arlington was formed through funding worth $7.5 million allocated by the UT System Board of Regents from the Permanent University Fund. The institute is a UTA-Shimadzu collaboration.
Read also this
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City of Hope: Possible Cure for Cancer and Obesity
The City of Hope, based in Duarte, California, the U.S. leading research, treatment and education center for cancer, diabetes and other life-threatening disease, and designated as a comprehensive cancer center, recently released a study made by its researchers, Drs. Sanjay Awasthi and Sharad Singhal, in the Journal of Biological Chemistry, that may pave the way for a cure for cancer, and an end to obesity.
The study made by the two scientists discovered that deleting the gene that produces protein RLIP76 in mice kept the rodents from developing cancer and becoming overweight. This particular protein, RLIP76, is little in number in normal cells, but it is numerous in cancer cells.
Thus, the researchers got the idea to turn off the RLIP-producing gene in mice, and so far, ten types of cancer were tested on the animals. According to Dr. Awasthi, RLIP works like a fan, with an exhaust sucking out toxins from cells. He continued to say that, after turning off the RLIP-producing gene, the lab-tested mice became almost completely resistant to those types of cancer. "You can't even take a cancer and implant it into their skin because the cancer fails to grow," Awasthi said.
Moreover, they found out that blocking RLIP production prevented mice in the study from gaining excess weight, even when given a high-fat diet. At the same time, the two researchers stumbled upon a surprising side-effect: "Inhibiting (the gene) causes the blood sugar to drop, the cholesterol to drop and triglycerides to drop," Dr. Awasthi said.
In addition, the team also discovered that inhibiting the growth of the gene did not have any adverse impact on all the mice they studied, for their regular cells have all the RLIP they need, which means the protein is not completely lost.
At this point, Drs. Sanjay Awasthi and Sharad Singhal said that there are some promising drugs that show the potential for blocking the protein from forming in humans. They are now in the process of submitting an application together for the Food and Drug Administration for an approval to begin human trials within the year.
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City of Hope Gives 2013 Spirit of Life Award
City of Hope, the nation's leading research, treatment and education center for cancer, diabetes and other life-threatnening diseases, and recognized as a comprehensive cancer center, recently bestowed its 2013 Spirit of Life Award to an outstanding industry leader Reuben Carranza, CEO of Wella, the Salon Professional Division of P&G, North America.
The Spirit of Life Award is City of Hope's most prestigious philanthropic honor presented annually to an industry leader who has demonstrated outstanding business and altruistic achievement. Reuben Carranza has channeled his energies on raising funds for City of Hope's cutting-edge research in diabetes. He himself has seen the impact diabetes had on his mother and his aunt, both hairdressers, as they struggled to continue to work behind the chair.
Earlier in the year on January 25, Reuben Carranza led a group of guests in touring the campus of the City of Hope in order to learn more about its lifesaving mission to cure cancer, diabetes and other life-threatening diseases. Physicians and researchers presented and discussed groundbreaking work being done at the center, as well as the excellent clinical and compassionate care offered at City of Hope.
According to Carranza, a cross-section of the group that went with him on the City of Hope campus tour were from the salon industry: from manufacturing, from school associations, media partners, and members of the Wella company. He urged them to share with him the goal of "for this year is to raise at least $1.5 for City of Hope. There are lots of non-profits who compete for our time in the salon industry but I want to tell you why I think City of Hope should be the industry's charity of choice. There are few, if any, facilities that can go from bench to bedside in terms of what they do, that can focus on research, treatment and cures whether it is for cancer, or HIV, transplants or diabetes."
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Bringing Gender Diversity to Top Management
Setting ambitious and public diversity targets shows that an organisation is seriously committed to gender diversity and equality; that it has senior buy-in and leadership on this issue; and that it is constantly striving to improve, rather than accept the status quo. But simply setting targets is not enough. Despite women making up nearly 50% of the labour market, there are still fewer and fewer women at the higher levels of most organisations.
According to the Alliance for Board Diversity, white men filled more than 70 percent of the seats on the boards of Fortune 500 companies between 2010 and 2012. See:
An article published in the McKinsey Quarterly shares that "advancing women to the top may be a journey, but how to do so is no longer a mystery. New research points to four principles that can help just about any company." Read in full here
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Asian Americans at Work and in Employment: Challenges and Gains
Over the last several months, the Department of Labor has released a series of reports looking at the workforce picture for different populations. The latest in this series, entitled The Asian-American Labor Force in the Recovery.
As the report highlights, Asian Americans are a diverse and growing share of the U.S. labor force. As a group, the Asian American community has often experienced better labor market outcomes than other races and ethnicities. Asians in the labor force are substantially more likely to have college degrees than whites, blacks or Hispanics. They had lower unemployment rates and higher median weekly earnings in 2010 ($855) than workers of other races and ethnicities.
Yet, Asian-Americans suffer the highest rates of long-term unemployment of any group in the United States, according to a recent study issued by the Economic Policy Institute in Washington, D.C.
At the same time, the latest data show that more than half of unemployed Asian-Americans have been without work for longer than six months. That was up from 48.7 percent in 2010, according to Voice of America. In the second quarter of this year, a greater percentage of Asian-Americans remained unemployed for the long term than any other major minority group — including blacks and Hispanics, according to National Public Radio.
That's despite the fact that a higher percentage of the Asian-American population is college educated.
In 2009, the Equal Employment Opportunity Commission reported that "This community has been facing a number of misperceptions or stereotypes, ranging from 'hard-working' to 'anti-social'. While some of these stereotypes have positive characteristics, they have become the framework of barriers establishing glass or bamboo ceilings which present [Asian American and Pacific Islanders] from moving into the upper tiers of an organization."
On the other hand, there are some positive highlights.
Asian-Americans make up half of the Bay Area's technology workforce, and their double-digit employment gains came from jobs lost among white tech workers, according to an analysis by this newspaper of Census Bureau data released Thursday.
The dramatic shift in the changing composition of the high-tech workforce represents a new generation of homegrown and imported workers drilled in science, technology, engineering and math studies.
The influx of Asians in fashion is hard to ignore. In recent years, the fashion industry -- once dominated by too-cool Europeans like Miuccia Prada and Karl Lagerfeld -- has been invigorated by a new crop of young designers, many of them Asian: Doo.Ri, Derek Lam, Thakoon Panichgul, Jason Wu, Phillip Lim and Richard Chai, to name a few. "There is this understanding that there is this group of Asian-American designers who are coming up in the world, and there is a sense of pride," Lam told the New York Times in 2010, in an article aptly entitled "Asian-Americans Climb Fashion Industry Ladder." Parents who may have wanted a more traditional career path for their children appear swayed by the rampant success of fashion stars like Alexander Wang, who, at the age of 28, was named the creative director of Balenciaga.
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Why Hire Mature Workers - How to Help Them in the Workplace
Equal Employment Opportunity laws prohibit specific types of job discrimination in certain workplaces. The Age Discrimination in Employment Act of 1967 (ADEA) protects certain applicants and employees 40 years of age and older from discrimination on the basis of age in hiring, promotion, discharge, compensation, or terms, conditions or privileges of employment. The ADEA is enforced by the Equal Employment Opportunity Commission (EEOC).
A most relevant question is why must companies hire and keep mature workers?
Why not give older workers the opportunity to contribute for as long as you employ them?
For one thing, the economy is unlikely to improve any time soon. For another, take advantage of the fact that these skilled individuals have much to offer your firm - for as long as they stay. Indeed, older workers often have a record of longevity and loyalty at companies that hire them. Consider whether your company provides a workplace culture and environment in which an experienced worker is happy and contributing. That employee might not be so excited to jump from a good ship where they are valued, for a few thousand dollars a year. Read more here
At the same time, there's a sense of urgency to the quest for workplace harmony, as baby boomers delay retirement and work side-by-side with people young enough to be their children — or grandchildren. Put people of widely different ages together — and there are bound to be differences. Baby boomers, for example, are workaholics, while younger workers may demand more of a work-life balance. The solution for a growing number of companies: generational awareness training to help foster understanding and more effective communication among its workers.
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ConAgra Foods Helps End Child Hunger
ConAgra Foods Foundation, primarily funded by ConAgra Foods, is dedicated to raising awareness of the nearly 17 million children in America who are at risk of hunger and live in food-insecure homes where they may not have enough food to live active, healthful lives. Thus, it designated May 23 of this year a National Hunger-Free Summer Day – a critical time for organizations and individuals to step up and help fill the gap of children in need. This was the 4th summer that the foundation has run its Hunger-Free Summer Program that has given children and their families options to access food to fuel their lives, in cooperation with Feeding America, the nation's leading domestic hunger-relief charity, a nationwide network of more than 200 food banks that leads the fight against hunger in the United States.
For more than 2 decades, ConAgra Foods and the ConAgra Foods Foundation have donated more than $37 million and 310 million pounds of foods to Feeding America. Half of the ConAgra Foods Foundation's $10 million commitment to Feeding America is dedicated to the Hunger-Free Summer grants. Every year, ConAgra Foods Foundation and Cause works closely with Feeding America "to evolve our Hunger-Free Summer programming to reach children in meaningful ways," according to vice-president Kori Reed. "Whether that's by setting up picnics in which they play, planting community gardens for hands-on nutrition education activities, or delivering meals via mobile trucks to their neighborhoods, our goal is to provide kids with the energy they need to enjoy the summertime," Reed continued to say.
The Hunger-Free Summer grants enabled29 food banks in 20 states to overcome barriers to providing meals to the children in several ways:
Bringing meals directly to areas where families naturally gather, such as parks and libraries
Facilitating family enrollment in government food programs
Providing healthy foods to children in rural or low-income areas in partnerships with other organizations, such as local fire departments
Recruiting volunteers to establish and sustain summer feeding programs
Launching programs that provide nutrition and healthy-living classes
Moreover, ConAgra Foods Foundation also partnered with Chris O'Donnell, a film/TV actor and father of 5, who advocates this heart-breaking cause, to come up with a video to raise awareness about child hunger. For every view and share, a meal was donated.
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Shimadzu Corporation's New Aggregates Sizer Aggregation Analysis System
Shimadzu Corporation, a leader in the development of advanced technologies with a distinguished history of innovation built on the foundation of contributing to society through science and technology,
has released a new aggregates sizer aggregation analysis system for biopharmaceuticals that will enable evaluation of sub-visible particle (SVP) aggregates that are 100 nm to 10 µm in size.
This new technology allows for the evaluation of the concentration (µg/mL) of aggregates that can cause shock symptom or other side effects; thus, it is ideal for quality control and for improving the efficiency of biopharmaceutical development. The system is an improvement on Shimadzu's previous SALD series particle size analyzers, as the Aggregates sizer is over ten times more sensitive.
Moreover, Shimadzu's new system is more significantly costs-and-time-saving, for it allows samples to be evaluated for aggregation at the early stages of biopharmaceutical development. It also allows aggregation-prone proteins to be screened and eliminated in advance.
Main features of this new product are the following:
Quantitatively evaluates SVP range aggregate concentrations
Measures aggregates with sensitivity 10 times higher than previous particle size analyzers
Quantitatively evaluates aggregation processes at intervals as short as one second
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AutoDesk Introduces New Cloud-Based Technology for Infrastructure
AutoDesk,Inc., a leader in 3D design, engineering and entertainment software, has unveiled its breakthrough cloud-based technology for infrastructure, the AutoDesk InfraWorks 360 Pro, which is designed to change the way infrastructure projects are planned, designed, built and maintained using the cloud, mobile and desktop.
This cloud-based platform aims to provide new visualization, simulation, and three-dimensional modeling technologies to customers in the infrastructure industry. AutoDesk InfraWorks 360 Pro gives users the option to create presentation material in the form of still images, slideshows, or animations.
AutoDesk InfraWorks 360 Pro enables users to see designs as they would appear in the real world and to perform lighting studies using realistic, dynamic sun and shadow models.
In addition to giving stakeholders a realistic view of a project, visualizing designs within InfraWorks 360 Pro also allows for the evaluation of more options in the same amount of time, according to Richard Humphrey, the senior director of infrastructure product strategy at AutoDesk.
The ability to rapidly produce proposals by creating and aggregating project information, which can then be viewed within the InfraWorks environment as it might appear in the real world, helps make AutoDesk InfraWorks 360 Pro a powerful tool for winning new business and accelerating the project approval process.
Customers can purchase InfraWorks 360 Pro for a three-month trial, or for short-term projects. The purchase on a quarterly basis includes 150 cloud credits (units of measurement to perform tasks such as rendering or a simulation in Autodesk 360). To accommodate long or short project needs, users have the flexibility to renew at the end of the quarter.
Read here:
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ConAgraFoods Team Up with Food for the Heartland
ConAgra Mills and Spicetec Flavors & Seasonings (SFS), the commercial food businesses of ConAgra Foods, one of North America's largest packaged food companies, once again teamed up with Food for the Heartland in feeding 2,000 families in rural Nebraska and western Iowa. The 2 sister companies hosted their fourth annual Child Hunger Ends Here Golf Event which raised $110,000 benefitting the Mobile Pantry Program of the Food Bank for the Heartland, a traveling food pantry that distributes food in rural areas of Nebraska and western Iowa.
The money raised through this year's golf event will be used to feed approximately 2,000 families in areas where there is a high need but limited resources. According to Bill Stoufer, president of ConAgra Mills, this event continues to grow each year, and is an opportunity to share the company's passion and commitment to give back to its community with many of its customers and industry partners.
The ConAgra Mills and SFS golf event builds on a 20-year commitment by ConAgra Foods and the ConAgra Foods Foundation to end child hunger. More than $50 million have been donated by ConAgra Foods since 1993 to nonprofit organizations who are strongly seeking sustainable solutions to end child hunger. The amount also includes a 5-year, $10 million pledge to Feeding America from the ConAgra Foods Foundation, the largest donation ever made to the nation's leading domestic hunger-relief charity.
ConAgra Foods has also donated so far more than 300 million pounds of food to Feeeding America member food banks across the nation.
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Top 5 Mistakes of Corporate Recruiters When Diversity Recruiting
While it has become imperative that organizations be able to develop a more inclusive work environment and attract a more diverse workforce through various diversity recruiting tools and strategies, it is equally essential for them and/or their recruiting teams as well to be aware of some of the common pitfalls to avoid when diversity recruiting that cause them to fall behind their goals, competitors, and even lose market share.
Following are the top 5 mistakes to avoid as gathered from high-caliber HR specialists/experts:
1. Absence of an EEO Statement
Whether targeting candidates from diverse backgrounds or not, it is important that an EEO statement be included. Its absence could send a message that perhaps the organization does not value diversity.
2. Company photo diversity
The organization only considers the visible dimensions of diversity primarily race, and gender. The company photo looks good but everyone thinks the same. Differences that include sexual orientation, geographic background, thinking and communication style, work function, ability and disability, religion, and work style are not valued and are even discouraged. This is a very narrow definition of diversity and offers little or no value to the organization in terms of new ideas, creativity and innovation.
3. Diversity in Numbers
Demographics reflect the outside community but it is only at the lower levels. (Production, and unskilled labor) There is little or no diversity as you move up into management. Every year they have good "numbers", but the people are constantly changing. Employees leave and get jobs where there is a value of diversity at all levels and they are encouraged to move up in the ranks.
4. Antiquated approaches to diversity recruiting
Less than 10% of the firms that actually set diversity goals ever reach them. The diversity tools and approaches that are routinely used were developed in another century and are ineffective at best. Most fail to apply any of the principles sales professionals have learned about selling into micro populations over the past 15 years.
5. Advertisements that may hold greater appeal to minorities who have less education, and ads with the word "qualified"
Doing so could have these potential job applicants feeling that the advertisement is stereotyping, which often leads to resentment at being targeted with these advertisements. With the new power and reach of the Internet, word can rapidly spread, and the organization could be labeled as one that is racist. Moreover, using the word "qualified" in ads suggests to the minority professionals that the organization is targeting that they are thought to be generally not qualified.
What You Know; Who You Don't Know: Does It Matter?
Affirmative Action is a very important term in the corporate, industry and business sectors in today's increasingly global market. In essence, Affirmative Action is giving equal employment opportunity – to test, hire, promote, or retain - any qualified individual, employee or applicant, without bias to color, religion, sex, or national origin, which "federal contractors and subcontractors are legally required to adopt," so as to "create as level a playing field as possible - but level, not tilted."
On the other hand, there is also a subtle mechanism that is said to be at play, and is said to be neither illegal nor illegitimate: social networking in order to find a job, as in the case of job-seekers; or looking for the right candidate to hire, as in the case of prospective employers. Others term this as "favoritism."
This practice of networking has thus given rise to the common belief that it is "not what you know, it's who you know" that matters. Several pros and cons of this practice have been pointed out, from both sides: the jobseeker and the prospective employer.
Some jobseekers/observers see this practice of networking as somehow negative:
"I remember being startled that we were promoting a method that was clearly subjective and would tilt towards hiring based on secondary considerations...it implied to me pressure to conform."
"Whites believe they should have priority over other groups to economic security, political power and basic goods and services, anything that threatens that priority is considered an unfair racial preference. In tough economic times protectionism becomes the order of the day - and social networking helps to facilitate that process.
"If an employee has a referral, regardless of whether s/he is the best candidate for the position, the referral usually gets the job. I've always found this an unfair practice."
From the employer's/observer's point of view, there seems to be more rationilizing about it:
"When a valued and trusted employee comes to you with the name of a colleague, perhaps someone they've worked with in the past, and vouches for them, it rightfully carries some weight."
"Resumes today are a mix of boiler plate and total fantasy. The private grapevine is imperfect, but based on decades of small business experience across several industries, it is wrong less often than resumes."
While there are others that seem to evaluate the practice more objectively:
"Unless they really think about it, probably most white people are unaware of how unconscious barriers affect other racial groups. Most wealthy people are unaware of barriers and hardships affecting the lower economic classes."
"The point is simply that social networks often end up amplifying inequality that already exists. It's only natural to draw on your own circle of contacts, and everyone does it. There's nothing inherently wrong with that, but it does have the inadvertent consequence of reinforcing and perpetuating the inequalities that exist between different groups in society."
"The majority of successful employed blacks hesitate to reach out and pull in other blacks fearing being scorned? attacked?...in some way being taken less seriously in the workplace for their actions. They do not network to the advantage of other blacks."
"Networking is not illegal but can negatively affect Black employment rates because many White people do not have Black people in their social networks and White employers frequently use their networks to fill positions."
Yet, there seems to be also some silver lining behind the cloud of resentment or frustration that calls for challenging this practice, or the way of looking at it, to render it more beneficial for both job seeker and employer.
"Moving to consensus on more equitable redistribution of jobs and wealth will require confronting the myth of meritocracy and the role of privilege in sustaining status."
"Instead of the usual progressive whine of 'unfair' how about some concrete proposal to fix the situation?"
More positive concrete actions are suggested, in support of networking:
"One of the ways affirmative action can make an impact is by allowing blacks and other less privileged groups to enter networks that they would otherwise be excluded from. This has the potential of a very positive cascading effect for the individuals affected, allowing them to enter new networks that could drastically impact their career prospects for the rest of their lives."
"Sure there's favoritism against Blacks, but Blacks can emulate what Asian-Americans have done successfully -open and run millions of successful small businesses. Asian-Americans have massive sources to finance their start-ups; successful Black businesses need to create non-traditional funding sources and incubation for aspiring Black entrepreneurs."
"There are good job opportunities out there for African-Americans, but they need to branch out and expand their networks to find them."
Most interestingly, these perhaps are times that call for more boldness or creativity on the part of jobseekers, whether minority or Whites, if they do indeed have the talent and skills. As one said, "If you're waiting to be hired, you're missing the boat. Hire yourself. "Getting a job" isn't the right answer any more."
Thus, "what you know" will rightfully regain credibility and respect and become one's premium selling point: "Increasingly, your job is what you create yourself." In this way, "who you don't know" does not truly matter anymore, for while it is true that "social networking is an important part of it, but it is not all of it. If you can't do the job, you won't last in this economy."
On the other hand, diversity employers need to be on the lookout for more real talents out there in the marketplace, and go beyond asking their usual network of people "they know." "Who you don't know" should become a priority for corporate diversity recruiters, as they branch out more - trying to go as far out of their way - in search of people who can do "what they can do."
Organizations who are indeed dedicated to diversity should by all means exhaust all means and efforts to reach out to the minority population. "In the network's strong DESIRE to include minorities, do they advertise to them directly?"
GE Healthcare Next Generation of Breast Tomosynthesis Solution
GEHealthcare, a division of General Electric, announced in July that it had received the CE Marking for SenoClaire*, its next generation of GE breast tomosynthesis solutions which is designed with three-dimensional imaging technology. Much later in the month, it also submitted the final module of its pre-market approval application (PMA) to the U.S. Food and Drug Administration for the new equipment.
In the final module presented to the FDA, GE Healthcare included clinical study results as well as manufaturing data. The GE Breast Tomosynthesis Option has been designed as an add-on option for the Senographe*Essential system that will acquire multiple projection views to produce 3D Digital Breast Tomosynthesis (DBT) images, intended to be suitable for screening and diagnosis of breast cancer.
GE Healthcare has a large Senographe Essential and Care, over 1,700, that are in clinical use in the United States today. SenoClaire*, the new generation of GE Breast Tomosynthesis solution is powered by ASiR*DBT 1, a technology that uses a low-dose short X-ray sweep around the positioned breast with nine exposures acquired with a "step-and-shoot" method, removing the potential motion from images.
Prahlad Singh, General Manager of the Women's Health Division of GE Healthcare - Detection & Guidance Solutions (DGS) commented, "We continue to innovate our portfolio and aim to help clinicians expand care to more women globally in order to help reduce breast cancer. Our goal was to pioneer an upgrade solution for both our digital mammography platforms, Senographe* Essential and Senographe Care, providing flexibility for customers to enhance their clinical offering for their clinic and patient workflow."
With SenoClaire, a single MLO view provides clinical non-inferiority compared to a 2-view digital mammography exam at half the dose, with just one compression. This solution has a potential to replace the existing digital mammography exams in screening to help radiologists detect breast cancer.
View GE Healthcare jobs at DiversityWorking, the largest job board online, and be part of a great diversity company.
How To Get the Most from One's Corporate Diversity Recruiting Efforts
Diversity in the recent years has become a very important value for many in the corporate, industry, and business sectors. In an article entitled, "Getting People in the Pool: Diversity Recruitment that Works," by Patricia Digh, originally published in HR Magazine, November 2001, and also released by the ASAE Center for Association Leadership, the business rationale behind recruiting a diverse workforce is presented. More importantly, there are useful information and tools a company can implement immediately to meet that goal.
First, workforce diversity will help an organization reach new markets and develop greater intellectual capital. It has been noted that Fortune magazine's "50 Best Companies for Asians, Blacks and Hispanics" continue to outperform the S&P 500. However, to instill the value of diversity, a company needs to begin right within one's corporate culture. The diversity has to first exist. Diversity must also be practised at all levels within the organization.
Among the many steps HR professionals can do to increase workforce diversity in their organizations is to make sure that they are not just "grafting" minorities onto the organization without making appropriate internal culture changes that will enable them to thrive.
It will also do well for them to ensure that majority groups are not marginalized in the process. One practitioner of diversity said that "diversity recruitment is a balancing act; make sure people understand the business rationale for having a diverse workforce."
These are some more steps that HR professionals can implement:
Understand demographic changes in the workforce.
Educate staff that "diversity" is not synonymous with "minority," while at the same time try to increase access and opportunities for people of color and other minorities.
Build long-term relationships with minority organizations, not look for quick fixes.
Learn how to effectively interview diverse groups.
Become the employer of choice for a diverse workforce.
Ensure retention by developing a diversity-friendly culture.
Foster a culturally sensitive work environment.
Network for strategic alliances to enable long-term diversity recruitment.
Measure the effectiveness of their recruitment efforts.
On the other hand, it is equally important that customers see diversity throughout the organization. In this way, a diversity company attracts more customers who can feel at home because there are people within whom they can easily relate to.
To make diversity recruitment easier, an organization can follow these steps:
Establish networks with minority colleges.
Offer corporate internships and scholarships.
Sponsor lob fairs in minority communities.
Develop partnerships with minority student professional organizations.
Develop partnerships with minority organizations, such as the National Black MBA Association.
Finally, it is helpful for an organization to understand the "cultural norms" of diverse candidates.
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Microsoft Joins Forces for New LGBT Forum
AutoDesk Brings Maya LT Software to Independent De...
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Walter AG: A Place for Diversity
Stratus Technologies, Inc. - Always Uptime On Dive...
buybuy BABY: Growing Big on Diversity
Bosh Global Services, Inc.- Real Time Diversity
Neustar.Inc. - Directing the Way with Diversity
Christmas Tree Shops, Inc. - Big on Diversity
Cabela's – Sporting Diversity
ALS Global - Going Global on Diversity
AutoDesk, Inc.- Designing with Diversity
InterContinental Hotels Group (IHG): Room for Dive...
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text:
Published on Media Matters for America (https://www.mediamatters.org)
Home > Did Warner Todd Huston deliberately try to mislead his readers, or did he just not read carefully?
Did Warner Todd Huston deliberately try to mislead his readers, or did he just not read carefully?
Guest-blogging over at Gateway Pundit, Warner Todd Huston misleadingly suggested [1] that Democratic Ohio Gov. Ted Strickland concocted a "Central American call center deal" by awarding stimulus funds to a Texas-based company that used an El Salvador-based call center to administer Ohio's stimulus-funded appliance rebate program:
What was it that Democrat President Barack Obama told us about the stimulus? Oh, yeah that it would "save or create" American jobs. Seems like a good idea, right? So what happened in Ohio when Democrat Governor Ted Strickland got his mitts on some of Obama's stimulus cash? Why he gave it to a company to fund a call center that is operating out of El Salvador, Central America, of course.
Jobs for Americans? Heck no, jobs for El Salvadorans! And why? Because it was a good deal, you see?
Earlier this year Governor Strickland's Department of Development awarded a $171,300 contract to a company named Parago. This company was hired by the state to operate a call center that Ohio residents can call to take advantage of a rebate program that the state set up so that Buckeyes could buy new household appliances and get a little sumpthin' back.
Apparently everything was going wonderfully for most of this year until one Ohio resident happened to ask one of the El Salvadoran phone jockeys where the call center was at which they were taking the calls. When the Buckeye was told Central America, said resident became incensed that federal "stimulus" money was going to fund jobs in El Salvador instead of in the United States -- like Obama promised it would.
The Cleveland Plain Dealer got wind of the incident [2] and blew the lid off Ted "El Jefe" Strickland's Central American call center deal and the rest is, as they say, el historia.
But Strickland didn't make a "Central American call center deal." How do we know that? Because the Cleveland Plain Dealer editorial [2] to which Huston linked in his post specifically notes that the state of Ohio knew nothing of Parago's plans to use a Central American-based call center when it awarded Parago the contract.
Essentially, Huston helpfully debunked his own false suggestion.
Here's the actual story: According to The Associated Press [3], in March, the Ohio Department of Development awarded a contract to Texas-based Parago Inc. to administer an appliance rebate program "which rewarded consumers with federal stimulus dollars when they bought energy-efficient appliances." Parago subsequently used a call center based in El Salvador to work on the program. But as the AP reported, the Strickland administration did not know that Parago would be using a foreign-based call center:
Parago never told the state that it would use a foreign call center, and the state did not require the information with bids. State officials learned about the call center from an Ohio resident who asked a call center employee where the operation was.
Further, the AP noted that as a result of the controversy, Strickland issued an order "prohibit[ing] state contractors from using offshore workers."
But in his blog post, Huston claimed that "Ted 'El Jefe' Strickland" made a "Central American call center deal," suggesting that Strickland gave stimulus money to a company he knew would be outsourcing its call center to Central America. We know from the AP's reporting that Huston's suggestion is false. But we also can assume that Huston knew it was false when he wrote it, since he linked to the Plain-Dealer editorial that specifically noted that the Ohio Department of Development "said it didn't know Parago was off-shoring calls until a rebate applicant asked a call-center employee where the center is located" and criticized the state for not asking such questions as part of its bidding process.
This all begs the question: Did Huston deliberately omit this information so he could mislead his readers and attack Strickland, or did he simply just not read the editorial carefully?
Gateway Pundit [4]
Warner Todd Huston [5]
Source URL: https://www.mediamatters.org/blog/2010/08/09/did-warner-todd-huston-deliberately-try-to-misl/168946
[1] http://gatewaypundit.firstthings.com/2010/08/ohios-dem-gov-gave-stimulus-to-co-that-exported-jobs-to-el-salvador/
[2] http://www.cleveland.com/opinion/index.ssf/2010/08/ohios_leaders_export_jobs_ohio.html
[3] http://www.cleveland.com/business/index.ssf/2010/08/no_public_funds_for_outsourcin.html
[4] https://www.mediamatters.org/networks-and-outlets/gateway-pundit
[5] https://www.mediamatters.org/people/warner-todd-huston

redpajama_set_name: RedPajamaCommonCrawl


text:
// Copyright 2014 The Chromium Authors
// Use of this source code is governed by a BSD-style license that can be
// found in the LICENSE file.

#include "third_party/blink/renderer/modules/mediastream/media_stream_video_capturer_source.h"

#include <utility>

#include "base/callback.h"
#include "base/token.h"
#include "build/build_config.h"
#include "media/capture/mojom/video_capture_types.mojom-blink.h"
#include "media/capture/video_capture_types.h"
#include "third_party/blink/public/common/browser_interface_broker_proxy.h"
#include "third_party/blink/public/common/features.h"
#include "third_party/blink/public/platform/task_type.h"
#include "third_party/blink/renderer/bindings/core/v8/v8_binding_for_core.h"
#include "third_party/blink/renderer/core/frame/local_frame.h"
#include "third_party/blink/renderer/modules/mediastream/media_stream_constraints_util.h"
#include "third_party/blink/renderer/platform/scheduler/public/thread.h"
#include "third_party/blink/renderer/platform/video_capture/video_capturer_source.h"
#include "third_party/blink/renderer/platform/wtf/functional.h"

namespace blink {

MediaStreamVideoCapturerSource::MediaStreamVideoCapturerSource(
    scoped_refptr<base::SingleThreadTaskRunner> main_task_runner,
    LocalFrame* frame,
    SourceStoppedCallback stop_callback,
    std::unique_ptr<VideoCapturerSource> source)
    : MediaStreamVideoSource(std::move(main_task_runner)),
      frame_(frame),
      source_(std::move(source)) {
  media::VideoCaptureFormats preferred_formats = source_->GetPreferredFormats();
  if (!preferred_formats.empty())
    capture_params_.requested_format = preferred_formats.front();
  SetStopCallback(std::move(stop_callback));
}

MediaStreamVideoCapturerSource::MediaStreamVideoCapturerSource(
    scoped_refptr<base::SingleThreadTaskRunner> main_task_runner,
    LocalFrame* frame,
    SourceStoppedCallback stop_callback,
    const MediaStreamDevice& device,
    const media::VideoCaptureParams& capture_params,
    DeviceCapturerFactoryCallback device_capturer_factory_callback)
    : MediaStreamVideoSource(std::move(main_task_runner)),
      frame_(frame),
      source_(device_capturer_factory_callback.Run(device.session_id())),
      capture_params_(capture_params),
      device_capturer_factory_callback_(
          std::move(device_capturer_factory_callback)) {
  DCHECK(!device.session_id().is_empty());
  SetStopCallback(std::move(stop_callback));
  SetDevice(device);
  SetDeviceRotationDetection(true /* enabled */);
}

MediaStreamVideoCapturerSource::~MediaStreamVideoCapturerSource() {
  DCHECK_CALLED_ON_VALID_THREAD(thread_checker_);
}

void MediaStreamVideoCapturerSource::SetDeviceCapturerFactoryCallbackForTesting(
    DeviceCapturerFactoryCallback testing_factory_callback) {
  device_capturer_factory_callback_ = std::move(testing_factory_callback);
}

void MediaStreamVideoCapturerSource::SetCanDiscardAlpha(
    bool can_discard_alpha) {
  DCHECK_CALLED_ON_VALID_THREAD(thread_checker_);
  source_->SetCanDiscardAlpha(can_discard_alpha);
}

void MediaStreamVideoCapturerSource::RequestRefreshFrame() {
  DCHECK_CALLED_ON_VALID_THREAD(thread_checker_);
  source_->RequestRefreshFrame();
}

void MediaStreamVideoCapturerSource::OnFrameDropped(
    media::VideoCaptureFrameDropReason reason) {
  DCHECK_CALLED_ON_VALID_THREAD(thread_checker_);
  source_->OnFrameDropped(reason);
}

void MediaStreamVideoCapturerSource::OnLog(const std::string& message) {
  DCHECK_CALLED_ON_VALID_THREAD(thread_checker_);
  source_->OnLog(message);
}

void MediaStreamVideoCapturerSource::OnHasConsumers(bool has_consumers) {
  DCHECK_CALLED_ON_VALID_THREAD(thread_checker_);
  if (has_consumers)
    source_->Resume();
  else
    source_->MaybeSuspend();
}

void MediaStreamVideoCapturerSource::OnCapturingLinkSecured(bool is_secure) {
  DCHECK_CALLED_ON_VALID_THREAD(thread_checker_);
  if (!frame_ || !frame_->Client())
    return;
  GetMediaStreamDispatcherHost()->SetCapturingLinkSecured(
      device().serializable_session_id(),
      static_cast<mojom::blink::MediaStreamType>(device().type), is_secure);
}

void MediaStreamVideoCapturerSource::StartSourceImpl(
    VideoCaptureDeliverFrameCB frame_callback,
    EncodedVideoFrameCB encoded_frame_callback,
    VideoCaptureCropVersionCB crop_version_callback) {
  DCHECK_CALLED_ON_VALID_THREAD(thread_checker_);

  state_ = kStarting;
  frame_callback_ = std::move(frame_callback);
  crop_version_callback_ = std::move(crop_version_callback);

  source_->StartCapture(
      capture_params_, frame_callback_, crop_version_callback_,
      WTF::BindRepeating(&MediaStreamVideoCapturerSource::OnRunStateChanged,
                         WTF::Unretained(this), capture_params_));
}

media::VideoCaptureFeedbackCB
MediaStreamVideoCapturerSource::GetFeedbackCallback() const {
  return source_->GetFeedbackCallback();
}

void MediaStreamVideoCapturerSource::StopSourceImpl() {
  DCHECK_CALLED_ON_VALID_THREAD(thread_checker_);
  source_->StopCapture();
}

void MediaStreamVideoCapturerSource::StopSourceForRestartImpl() {
  DCHECK_CALLED_ON_VALID_THREAD(thread_checker_);
  if (state_ != kStarted) {
    OnStopForRestartDone(false);
    return;
  }
  state_ = kStoppingForRestart;
  source_->StopCapture();

  // Force state update for nondevice sources, since they do not
  // automatically update state after StopCapture().
  if (device().type == mojom::blink::MediaStreamType::NO_SERVICE)
    OnRunStateChanged(capture_params_, RunState::kStopped);
}

void MediaStreamVideoCapturerSource::RestartSourceImpl(
    const media::VideoCaptureFormat& new_format) {
  DCHECK(new_format.IsValid());
  media::VideoCaptureParams new_capture_params = capture_params_;
  new_capture_params.requested_format = new_format;
  state_ = kRestarting;
  source_->StartCapture(
      new_capture_params, frame_callback_, crop_version_callback_,
      WTF::BindRepeating(&MediaStreamVideoCapturerSource::OnRunStateChanged,
                         WTF::Unretained(this), new_capture_params));
}

absl::optional<media::VideoCaptureFormat>
MediaStreamVideoCapturerSource::GetCurrentFormat() const {
  DCHECK_CALLED_ON_VALID_THREAD(thread_checker_);
  return capture_params_.requested_format;
}

void MediaStreamVideoCapturerSource::ChangeSourceImpl(
    const MediaStreamDevice& new_device) {
  DCHECK_CALLED_ON_VALID_THREAD(thread_checker_);
  DCHECK(device_capturer_factory_callback_);

  if (!base::FeatureList::IsEnabled(
          features::kAllowSourceSwitchOnPausedVideoMediaStream) &&
      state_ != kStarted) {
    return;
  }

  if (state_ != kStarted && state_ != kStoppedForRestart) {
    return;
  }

  if (state_ == kStarted) {
    state_ = kStoppingForChangeSource;
    source_->StopCapture();
  } else {
    DCHECK_EQ(state_, kStoppedForRestart);
    state_ = kRestartingAfterSourceChange;
  }
  SetDevice(new_device);
  source_ = device_capturer_factory_callback_.Run(new_device.session_id());
  source_->StartCapture(
      capture_params_, frame_callback_, crop_version_callback_,
      WTF::BindRepeating(&MediaStreamVideoCapturerSource::OnRunStateChanged,
                         WTF::Unretained(this), capture_params_));
}

#if !BUILDFLAG(IS_ANDROID)
void MediaStreamVideoCapturerSource::Crop(
    const base::Token& crop_id,
    uint32_t crop_version,
    base::OnceCallback<void(media::mojom::CropRequestResult)> callback) {
  DCHECK_CALLED_ON_VALID_THREAD(thread_checker_);
  const absl::optional<base::UnguessableToken>& session_id =
      device().serializable_session_id();
  if (!session_id.has_value()) {
    std::move(callback).Run(media::mojom::CropRequestResult::kErrorGeneric);
    return;
  }
  GetMediaStreamDispatcherHost()->Crop(session_id.value(), crop_id,
                                       crop_version, std::move(callback));
}

absl::optional<uint32_t> MediaStreamVideoCapturerSource::GetNextCropVersion() {
  if (NumTracks() != 1) {
    return absl::nullopt;
  }
  return ++current_crop_version_;
}
#endif

uint32_t MediaStreamVideoCapturerSource::GetCropVersion() const {
  return current_crop_version_;
}

base::WeakPtr<MediaStreamVideoSource>
MediaStreamVideoCapturerSource::GetWeakPtr() {
  return weak_factory_.GetWeakPtr();
}

void MediaStreamVideoCapturerSource::OnRunStateChanged(
    const media::VideoCaptureParams& new_capture_params,
    RunState run_state) {
  DCHECK_CALLED_ON_VALID_THREAD(thread_checker_);
  bool is_running = (run_state == RunState::kRunning);
  switch (state_) {
    case kStarting:
      source_->OnLog("MediaStreamVideoCapturerSource sending OnStartDone");
      if (is_running) {
        state_ = kStarted;
        DCHECK(capture_params_ == new_capture_params);
        OnStartDone(mojom::blink::MediaStreamRequestResult::OK);
      } else {
        state_ = kStopped;
        auto result = (run_state == RunState::kSystemPermissionsError)
                          ? mojom::blink::MediaStreamRequestResult::
                                SYSTEM_PERMISSION_DENIED
                          : mojom::blink::MediaStreamRequestResult::
                                TRACK_START_FAILURE_VIDEO;
        OnStartDone(result);
      }
      break;
    case kStarted:
      if (!is_running) {
        state_ = kStopped;
        StopSource();
      }
      break;
    case kStoppingForRestart:
      source_->OnLog(
          "MediaStreamVideoCapturerSource sending OnStopForRestartDone");
      state_ = is_running ? kStarted : kStoppedForRestart;
      OnStopForRestartDone(!is_running);
      break;
    case kStoppingForChangeSource:
      state_ = is_running ? kStarted : kStopped;
      break;
    case kRestarting:
      if (is_running) {
        state_ = kStarted;
        capture_params_ = new_capture_params;
      } else {
        state_ = kStoppedForRestart;
      }
      source_->OnLog("MediaStreamVideoCapturerSource sending OnRestartDone");
      OnRestartDone(is_running);
      break;
    case kRestartingAfterSourceChange:
      if (is_running) {
        state_ = kStarted;
        capture_params_ = new_capture_params;
      } else {
        state_ = kStoppedForRestart;
      }
      source_->OnLog("MediaStreamVideoCapturerSource sending OnRestartDone");
      OnRestartBySourceSwitchDone(is_running);
      break;
    case kStopped:
    case kStoppedForRestart:
      break;
  }
}

mojom::blink::MediaStreamDispatcherHost*
MediaStreamVideoCapturerSource::GetMediaStreamDispatcherHost() {
  DCHECK(frame_);
  if (!host_) {
    frame_->GetBrowserInterfaceBroker().GetInterface(
        host_.BindNewPipeAndPassReceiver());
  }
  return host_.get();
}

void MediaStreamVideoCapturerSource::SetMediaStreamDispatcherHostForTesting(
    mojo::PendingRemote<mojom::blink::MediaStreamDispatcherHost> host) {
  host_.Bind(std::move(host));
}

VideoCapturerSource* MediaStreamVideoCapturerSource::GetSourceForTesting() {
  return source_.get();
}

}  // namespace blink

redpajama_set_name: RedPajamaGithub


"Moonlight: Sob a Luz do Luar" ("Moonlight").
Damien Chazelle, por "La La Land: Cantando Estações" ("La La Land").
Casey Affleck, por "Manchester à Beira-Mar" ("Manchester by the Sea").
Emma Stone, por "La La Land: Cantando Estações" ("La La Land").
Mahershala Ali, por "Moonlight: Sob a Luz do Luar" ("Moonlight").
Viola Davis, por "Um Limite Entre Nós" ("Fences").
Kenneth Lonergan, por "Manchester à Beira-Mar" ("Manchester by the Sea").
Barry Jenkins, por "Moonlight: Sob a Luz do Luar" ("Moonlight").
Linus Sandgren, por "La La Land: Cantando Estações" ("La La Land").
"Zootopia" ("Zootopia" | Byron Howard, Rich Moore e Clark Spencer).
"O Apartamento" ("The Salesman") | Irã.
"O.J.: Made in America" ("O.J.: Made in America" | Ezra Edelman e Caroline Waterlow).
"The White Helmets" ("The White Helmets" | Orlando Von Einsiedel e Joanna Natasegara).
"Sing" ("Sing" | Kristof Deák e Anna Udvardy).
"Piper" ("Piper" | Alan Barillaro e Marc Sondheimer).
John Gilbert, por "Até o Último Homem" ("Hacksaw Ridge").
David Wasco (design de produção) e Sandy Reynolds-Wasco (decoração de set), por "La La Land: Cantando Estações" ("La La Land").
Alessandro Bertolazzi, Giorgio Gregorini e Christopher Nelson, por "Esquadrão Suicida" ("Suicide Squad").
Colleen Atwood, por "Animais Fantásticos e Onde Habitam" ("Fantastic Beast and Where to Find Them").
Robert Legato, Adam Valdez, Andrew R. Jones e Dan Lemmon, por "Mogli: O Menino Lobo" ("The Jungle Book").
"City of Stars", de "La La Land: Cantando Estações" ("La La Land"), música de Justin Hurwitz e letra de Benj Pasek e Justin Paul.
Justin Hurwitz, por "La La Land: Cantando Estações" ("La La Land").
Sylvain Bellemare, por "A Chegada" ("Arrival").
Kevin O'Connell, Andy Wright, Robert Mackenzie e Peter Grace, por "Até o Último Homem" ("Hacksaw Ridge").


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IN WAKE OF THE WEEK'S FINANCIAL firestorm, companies are scrambling to distance themselves from fallen financial giants. So, conversely, insider buys at Conseco (ticker: CNO) may indicate that the insurer's exposure to problematic debt is likely limited.
On Thursday, Chief Executive Officer James Prieur purchased 200,000 shares for $926,032, an average of $4.71 a share. He now owns 430,000 shares.
Also on Thursday, Executive Vice President of Product Management Christopher J. Nickele purchased 6,000 shares for $28,150, an average of $4.66 a share. He now owns 21,528 shares directly.
Neither owns more than 1% of the Carmel, Ind.-based company.
Conseco did not return phone calls seeking comment on the purchases.
Conseco's stock is down 36.7% year-to-date and 43.8% in the last 12 months. That's compared to the 12% and 13.6% losses seen by the Dow Jones Life Insurance Index during those periods, respectively.
Prieur's and Nickele's buys came a day after the shares dropped to a 52-week intraday low of $3.06.
Prieur's purchase was disclosed just after a previously scheduled conference call, in which he and other executives detailed the company's exposure to the crisis. They reported that Conseco owned $103 million of debt and derivatives issued by Lehman Brothers Holdings (LEH), American International Group (AIG) and Washington Mutual (WM), and that through Sept. 16 the company had realized $40 million in losses related securities sales.
However, with more than $24 billion in investments, the holdings represent less than 1% of Conseco's assets, and many were surprised by the company's dramatic fall this week. (The stock opened on Monday at $8.06.) And management stressed that the business's fundamentals hadn't changed, nor would it need to raise capital.
Ben Silverman, director of research at InsiderScore.com, noted that the debt was "pocket change" for Conseco, and says that Prieur's buy is very encouraging.
"This is one of the few examples we've seen in the past two weeks of any insiders putting their money where their mouth is," he says. "I understand that a lot of insiders are locked up and can't buy right now, but there are plenty of others who can and are not [buying]."
Silverman says that considering the timing of the purchase and disclosure -- just after the conference call -- it's obvious that Prieur is trying to send a message to the market.
"If I were a Conseco stakeholder, this is what I'd want to see," he says. "This guy came out, said what he had to say, there was ample opportunity for people to ask questions on the call, and then he steps up with almost $1 million of his own money. That's over 60% of his cash compensation for 2007, and after taxes, he's pretty much put all his take-home pay for the year into the stock. It's a real confidence booster."
Indeed, the purchases seemed to shore up investor support -- the stock rose nearly 75% on Thursday. On Friday it gave up some ground, losing $1.05 to $6.90, bucking the broader market rally.
Some still see upside past this week's catastrophic volatility.
"The bottom line is that we expect Conseco to have sufficient earnings to offset potential additional impairments and realized investment losses and the company could generate additional capital, if needed, by reinsuring additional blocks of business," wrote Keefe, Bruyette & Woods analyst Jukka Lipponen in a research note Friday.
Lipponen has an Outperform rating on Conseco and a $12 price target.
Here's a rundown of insider trading activity reported on September 19, 2008. An insider is any officer, director or owner of 10% or more of a class of the company's securities. The table shows purchases and sales which must be reported to the SEC and other regulators by the 10th of the month following the month of the trade, includes both open-market and private transactions involving direct and indirect holdings. Excludes stock valued at less that $2 per share, acquisitions through options and companies being acquired. Included are purchases, sales and stock registered for sale for individual officers, companies, and sectors.


The regular opening times of Old Navy Greenville Blvd Ste C in Greenville are Monday to Friday 9AM-9PM, on Saturday 9AM-9PM, on Sunday 11AM-7PM. View the actual opening times of Old Navy Greenville Blvd Ste C in Greenville in our branch locator.
For more information about opening times on Sunday or late night shopping make sure to view the information in the designated blocks. If this Old Navy isn't nearby your location you can use the 'Map & Directions' tab to find the fastest route to Greenville Blvd Ste C in Greenville. This location's coordinates are specifically 35.5832 latitude, -77.3721 longitude.


text:
Relaxation of Covid-19 restrictions has meant the return of many activities including the relaunch of our 'Inspire Me' programme.
These whole school events are held approximately three times during our academic year providing an opportunity for our speakers to share their fascinating life stories whilst also highlighting achievements such as leadership, motivation and the many other skills the Inspire and Guide programme promotes through its curriculum.
We were delighted on this special occasion to welcome Bethany (Beth) Shriever to share her experience at the Tokyo Olympics winning gold in 2021 alongside gold at the World Championships that same year. Students were fascinated as Beth talked about her training regime, her cardboard (and very hard) bed in the Olympic village and the range of delicious food that was available to athletes. They learnt how she adjusted to Tokyo heat and humidity through hours in hot houses alongside the necessary weight training in her small bedroom.
Watching two videos of her Olympic and World Championship performances Beth described that roller coaster stomach dive, we either love or hate, to the students that hooked her onto the sport at an early age. She also described the hours of practice and competition with her brothers and colleagues that fostered her taste for this particular sport. Importantly, Beth talked about the determination and mental resilience that has formed such a key part of her success. How commitment is essential with the hours of repetitive practice involved, even the limitations to her post Olympic celebrations as the World Championships followed almost immediately.
Beth described the personal resilience needed when UK Sport withdrew its funding for women (but not males) competing in the Olympics and how this devastating news stimulated her to become yet more determined. Beth spoke about how she worked as a teaching assistant at Stephen Perse and her crowdfunding of £50,000 which allowed her to continue her training. Students were fascinated to see the actual bike she uses during the talk, although no stunts were performed due to Health and Safety regulations!
Following the whole school presentation and open questioning Beth spent a further hour with our sports scholars. Here the questions focused further on resilience training, nutrition, competing and the science behind the sport. We are indebted to Beth for taking the time out of her busy schedule to talk to our students, it was eye opening for students and staff alike. We all wish Beth the very best in her forthcoming competitions.
Find out more about our Inspire & Guide Programme at our Open Days - book your place.
CGR4317smaller


text:
#ifndef	_FSGETPATH_H_
#define _FSGETPATH_H_

#include <sys/types.h>
#include <sys/mount.h>

#ifdef __APPLE_API_PRIVATE

__BEGIN_DECLS

#include <sys/syscall.h>
#include <unistd.h>

/*
 * Obtain the full pathname of a file system object by id.
 *
 * This is a private SPI used by the File Manager.
 */
ssize_t fsgetpath(char * __restrict buf, size_t bufsize, fsid_t* fsid, uint64_t objid);

/*
 * openbyid_np: open a file given a file system id and a file system object id
 *
 * fsid :	value corresponding to getattlist ATTR_CMN_FSID attribute, or
 *			value of stat's st.st_dev ; set fsid = {st.st_dev, 0}
 *
 * objid: value (link id/node id) corresponding to getattlist ATTR_CMN_OBJID
 *		  attribute , or
 *		  value of stat's st.st_ino (node id); set objid =  st.st_ino
 *
 * For hfs the value of getattlist ATTR_CMN_FSID is a link id which uniquely identifies a
 * parent in the case of hard linked files; this allows unique path access validation.
 * Not all file systems support getattrlist ATTR_CMN_OBJID (link id).
 * A node id does not uniquely identify a parent in the case of hard linked files and may
 * resolve to a path for which access validation can fail.
 */
int openbyid_np(fsid_t* fsid, fsobj_id_t* objid, int flags);

__END_DECLS

#endif /* __APPLE_API_PRIVATE */

#endif /* !_FSGETPATH_H_ */


Sato is having an arranged marriage meeting with a man due to her mother's persistence. She arrives to find out it's Ninzaburo Shiratori. She proposes that if Takagi does not arrive to her before sunset, she will marry him whether she wants to or not. He accepts, but Takagi is busy with a store robbery.
Three of the eye witnesses all give different description and the three suspects are kept in the back of the police car. Conan gives help using his gadget. The witnesses are an old man who accidentally bumped by the running suspect after Takagi run after him, teen girl who is a shopper at the store where the crime happens, and a restaurant owner who also notices the suspect running near his restaurant. The suspect is wearing a coat and helmet. After he robbed at the store, he runs very fast outside and escapes. Takagi follows him to a restroom where the coat and helmet are leave unattended but inside the restroom, there are 3 suspects. Which of them is the real one ?
There are three witnesses who each give different accounts of the robber.
An old man who bumped into the robber said the robber was a woman in blue. A woman in a store said the robber was a man in green over 180 cm tall. A cafe owner wearing glasses said a person in black 170 cm tall.
The three witnesses had different opinions about the robber because of various circumstances and personality quirks. The old man who said the robber was a woman in blue came to the gender conclusion because the culprit wore his watch facing inwards as most women do. Because he is old, the witness does not differentiate between blue and green, using the same word "aoi" to refer to both colors. The cafe owner who said the robber was a person in black 170 cm tall was wearing special glasses with lenses that darken when exposed to light. He was not used to wearing them yet, so this made the coat appear to be black as he stepped outside. He was accurate about the height. The woman in a store who said the robber was a man in green over 180 cm tall saw the robber while he was running on a curb, making him appear to be taller than he was. She was accurate about the color the robber was wearing.
Takagi solves the case and arrests the culprit, Yasuo Kamieda when he tries to make a dash out of the police car. Takagi catches up and gives up on going to Sato in time to stop the marriage as the sun is almost set and the car is too far away. His party comes to cheer him on and he runs. Conan manages to stop the marriage in time with Tomoaki Araide's help. Takagi manages to reach the restaurant but the sun has completely sunk. He then sees Sato around the corner who tells him he told her an emergency case has come up. Takagi smiles as he enters the car. Meanwhile Shiratori leaves the restaurant, disappointed in his close marriage. Conan comments how Takagi and Sato reminded him of Ran and himself.
After being told by Mamehara that the culprit was wearing a coat over black clothes and height being 5'6, Takagi thinks of Kamieda who is of that height, but not wearing black clothing. Immediately after in the manga, he thinks of the other accounts given by the other two witnesses, with the anime cutting off after considering Kamieda.
File 328 ends with Sato agreeing to Shiratori's deal. File 329 follows up immediately with her specifying that Takagi is given until sunset to pick her up, with Conan, Ran, Sonoko and Araide commenting on their discussion. Episode 253 switches that scene to follow Takagi and Chiba's reflection on the robbery clues given to them by the witnesses and deciding to question the suspects.
Unlike the manga, Part 2 of the episode in the anime shows Takagi recapping the robbery, the suspects and the witnesses to Conan (who's calling as Shinichi).
The Spanish dub mistook the title of the episodes, "Metropolitan Police Detective Love Story 4", for "Love story between 4 metropolitan police detectives".


Mixed the above ingredients together.
2. Heat up cooking oil and pan fry the marinate chicken, remember pan fry only, take it out from the wok and put it aside.
3. Heat up the oil in a wok until hot then add all the above mixed up ingredients and stir well till fragrant.
4. Add in the pan fried chicken, stir well together with the ingredients, add in the santan, lime juice and the kaffir lime leafs and gently simmer until the chicken are fully cooked, stirring occasionally. Add some sugar or chicken cube if desire.
5. Remove the wok from the heat and ready to be served.
Due to unavoidable circumstances and activities in the temple, this coming health talk is cancelled.


text:
by P. C. Cast and Kristin Cast
Things have turned black at the House of Night. Zoey Redbird's soul has shattered. With everything she's ever stood for falling apart, it's seeming more and more doubtful that she'll be able pull herself back together in time to rejoin her friends and set the world to rights. As the only living person who can reach her, Stark must find a way to get to her. But how?
Enter BFF Stevie Rae. She wants to help Z but she has massive problems of her own. The rogue Red Fledglings are acting up, and her kinda boyfriend, Dallas, is sweet but too nosy for his own good. The truth is, Stevie Rae's hiding a secret that might be the key to getting Zoey home but also threatens to explode her whole world.
And in the middle of the whole mess is Aphrodite: ex-Fledgling, trust-fund baby, total hag from Hell (and proud of it). She's always had visions that reveal the future, but now it seems Nyx has decided to speak through her with the goddess's own voice, whether she wants it or not. Aphrodite's loyalty can swing a lot of different ways, but right now Zoey's fate hangs in the balance.
Three girls... playing with fire... if they don't watch out, everyone will get Burned.
> Stock Up Your 2021 Reading List!
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Reading Level: Ages 12-18
Series: House of Night Novels #7
Fantasy - Contemporary


Will Smith took the stage for the first time in a decade Thursday night when he performed at the Latin GRAMMYS on Thursday, alongside Columbian electronica group Bomba Estereo.
Smith, who hasn't performed live since the release of his album Lost and Found in 2005, performed a remix of Bomba Estereo's song "Fiesta," which featured guest vocals by the blockbuster star.
The 47-year-old actor and rapper ruled the stage, lending his superstar magnetism to the performance which brought down the house at the MGM Grand Garden Arena in Las Vegas, Nevada.
At least we know that the star hasn't lost his skill, or his knack for referring to himself repeatedly in his own music. For the "Fiesta" remix, he now refers to himself as "Big Will" and "The Fresh One," so we won't forget who's singing.
Last summer, Smith stripped off his shirt to dance at a pool party in sin city. Check out the video below to see The Fresh One dancing to "Jump On It," which might be the closest thing to traveling back in time that we, as a society, will ever get to experience.
Will Smith on 'The Tonight Show with Jay Leno' at the NBC Studios in Burbank, Ca. Friday, March 8, 2002. Photo by Kevin Winter/Getty Images.
Will Smith at 'The Tonight Show with Jay Leno' at the NBC Studios in Burbank, Ca. Thursday, June 27, 2002. Photo by Kevin Winter/ImageDirect.


Nvidia 790i Ultra SLI: Is It The Performance King?
This one has been a long time coming – it is the battle of the performance behemoths. Regardless of cost, there are still some who will fork out for the best of the best of the best – but what does that get you? DDR2 or DDR3? More MHz, more cores or more GPUs? Tim will follow with an in-depth look at quad-SLI, three-way SLI and several CrossFireX configurations soon, but what basis should this cutting edge hardware be used on?
The current war of words between Nvidia and Intel has never been hotter; in fact, we're sure there are supernovas with less vicious flair. While they both need each other to have their hardware work, they also both demand a better share of your wallet: Nvidia is trying to push GPUs as the central point of performance, whereas Intel is pushing CPU cores. Does the £900 quad-core QX9770 Extreme Edition matter or does a similarly clocked £185 dual-core processor suffice?
While we've already taken a first look at the XFX nForce 790i Ultra SLI motherboard, we were hesitant to do a performance analysis given the very high cost and generally negative community response.
We sat down and thought for a long while about how to approach this review: what advantage does buying an XFX nForce 790i Ultra SLI bring to the table? How does it compare to the competition? The nForce 790i Ultra SLI is meant to be the premium performance, overclocking and tweaking platform it has to offer – it's about getting the absolute most out of a system, and with that in mind you'll also likely be filling it with graphics cards too. If someone was concerned with budget they'd buy a DDR2 nForce 780i SLI instead. However, that's not to say there isn't some intrinsic value – everything has to be worth the asking price. In that respect, is Nvidia's attitude to the high end right and does XFX effectively cater to it?
While we've used a single 9800 GTX for apples to apples comparisons, we've also included some GeForce 9800 GTX three-way SLI comparisons between 780i SLI and 790i Ultra SLI.
Ideally we hope to discover what makes the best platform for general use and gaming; does the extra performance warrant the extra cost? We spent an extensive amount of time manually optimising and tweaking each board to get the best performance out of it – lowering the memory latencies and maximising the performance with the given available BIOS options. Each board is certainly very "enthusiast" so we hoped to accommodate this.
Both running at 1,600MHz (QX9770) and 1,333MHz (E8500) with the tightest timings possible.
Both running at 800MHz with the tightest timings possible.
On the basic platform side of things, the XFX nForce 790i Ultra SLI is nearly £50 more expensive than Gigabyte's premium X48 board with DDR3. Not to mention the highly sought after XFX nForce 780i SLI and DFI LANParty LT X48-T2R, both of which use the £280 cheaper DDR2 and have arguably more in depth BIOS'. Even 4GB kits of OCZ Flex II are just £140.99, including VAT.
The QX9770 CPU is £720 more expensive than the E8500, but it does have two more cores, an unlocked multiplier and a faster native front side bus. In contrast, buying three GeForce 9800 GTX graphics cards instead of just one will set you back around another £380 – how much more does each of these get you for gaming or general productivity? True, the Q6700 has recently halved in price and overclocking a CPU is essentially free compared to adding physical CPU cores. However, both the E8500 and QX9770 are built on the new, cooler 45nm process and with high multipliers available should both push into the realms of 4.0GHz easily enough.
XFX is planning to beat its rivals' Fermi-based cards with an ATI 5970 Black Edition, which comes - for some reason - in packaging designed to look like a P90 sub-machine gun.


Where you can find a song sheet. Day Murray Music was founded in 1946 by John and Arlette guitar Day. Sound of music sheet for the guitar. No lyrics are included but most of sound the lyrics with be found on our songs- midis pages. Licensed to Virtual Sheet Music® by Hal Leonard® publishing company. You can find videos lessons, music, tab, mp3, sheet music , articles more on the guitar with nylon strings. For nearly 70 years Day Murray Music has served the citizens of Murray UT the greater Salt Lake City area. The Sound Of Music Sheet Music" by From The Sound Of Music Original key: F Major, Video , number of pages sheet music PDF: 5, " The Sound Of Music Sheet guitar Music" for Piano / sheet Vocal/ Guitar Chords Lyrics song The Sound Of Music Sheet Music. Wholesale Music Instruments For Re- Sellers. Great website for fans of classical guitar. Find music to inspire your church choir today. In this guitar lesson you find guitar tab sheet music my video tutorial. Scroll the page down to for view the free guitar tab sheet music, the chords progression my video tutorial on YouTube. Rodgers & Hammerstein: The Sound Of Music for voice piano guitar sheet music. Know of an odd instrument that isn' t here? Let us know and we' ll put it online!
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text:
Q: How to create half-height borders ? I am a noob when it comes to latex, I googled around but couldn't find something similar to what i'm looking for.
So, Basically, I'm trying to create a table with horizontal and vertical separators but without corners, like shown in this image

A: The booktabs package has the \cmidrule which can do what you need for horizontal lines.  I don't know a similarly "automated" solution for the vertical lines, but maybe you do not really need it.
\documentclass{article}

\usepackage{booktabs}
\usepackage{enumitem} % to change separation in lists
\setlist{nosep} % no separation

\begin{document}

\begin{tabular}[t]{lcr}
  \multicolumn{3}{c}{\large \textbf{Projects}}         \\
  \cmidrule(l{.5cm}r{.5cm}){1-3}
  \textbf{Eyeshare } &       & \textsc{Co-Founder}     \\
  \multicolumn{3}{p{.5\linewidth}}{Helping visually impaired
  people see by connecting them to sighted volunteers} \\
  \textbf{Enki4kids} &       & \textsc{Developer}      \\
                     & \dots &                         \\
                     &       &                         \\
  \multicolumn{3}{c}{\large \textbf{Mini Bootcamps}}   \\
  \cmidrule(l{.5cm}r{.5cm}){1-3}
  \multicolumn{3}{p{.5\linewidth}}{
  \begin{itemize}
  \item Web development end2end
  \item Into ReactJS
  \item The JS way
  \end{itemize}
  }
\end{tabular}
\quad
\begin{tabular}[t]{lcr}
  \multicolumn{3}{c}{\large \textbf{Activities}}          \\
  \cmidrule(l{.5cm}r{.5cm}){1-3}
  \textbf{CSE}         &       & \textsc{Section manager} \\
  \multicolumn{3}{p{.5\linewidth}}{Monitoring and supervising
  projects, as well as teams}                             \\
  \textbf{GDG Algiers} &       & \textsc{Team Leader}     \\
                       & \dots &                          \\
                       &       &                          \\
  \multicolumn{3}{c}{\large \textbf{Presentations}}       \\
  \cmidrule(l{.5cm}r{.5cm}){1-3}
  \multicolumn{3}{p{.5\linewidth}}{
  \begin{itemize}
  \item WebDev
  \item ES6 the sexy JavaScript
  \item Think like a child: introduction to algorithms
  \end{itemize}
  }
\end{tabular}

\end{document}

redpajama_set_name: RedPajamaStackExchange